Technology has made it easier than ever to monitor how work gets done. With the rise of hybrid and remote work, digital productivity tools, and AI‑enabled systems, workplace monitoring has become a key compliance issue for Ontario employers.
Ontario does not have a single, comprehensive statute governing employee privacy in the workplace. However, under the Employment Standards Act, 2000 (“ESA”), employers with 25 or
A decision of the Human Rights Tribunal of Ontario (“Tribunal”) explores the boundaries of the duty to accommodate in the workplace, raising important questions about how far employers must go to meet accommodation requests, and whether emotional discomfort during the process can establish a
Most conversations about AI at work focus on which tools to adopt and what policies to put in place. Those things matter, but they are not actually where the hard work happens. The harder work is getting your team into the right headspace to engage with change in the first place, and that is a culture question
Ontario’s introduction of long-term illness leave (“LTI Leave”) significantly expands statutory leave entitlements. While the statutory framework appears straightforward, the real legal risk lies in how it intersects with human rights accommodation obligations.
The Statutory Framework
Effective June 19, 2025, the Employment Standards Act, 2000 (“ESA”) provides eligible employees with up to 27 weeks of unpaid, job-protected leave
AI is a useful tool for managing people in the workplace. It can track performance trends, flag patterns in attendance or productivity, and surface data that would have taken a manager hours to pull together. Used well, it makes day-to-day management faster and more informed.
The problem is not the data. The problem is what happens when the data
When an employee asks for time off for medical reasons, employers often aren’t sure how much medical detail they’re allowed to ask for, or what their obligations are to accommodate the employee.
A recent decision from the Human Rights Tribunal of Ontario (HRTO) helps clarify this. It shows that vague medical notes aren’t enough on their own, and that employees need
Return-to-office (RTO) mandates continue to be contentious workplace issues in Canada. While many employers are pushing for in-person work, some employees view remote work as a core part of their job. This tension is increasingly showing up in legal claims, most notably, constructive dismissal claims.
What Is Constructive Dismissal?
Constructive dismissal occurs when an employer makes a unilateral and fundamental
If you employ people, AI is already part of your workplace. It’s not really a prediction so much as the current reality.
Employees are using AI tools to write emails, summarize meetings, polish reports, prepare presentations, and speed through everyday tasks. Many are doing it quietly, and some are doing it without understanding the risks.
Workforce planning has always been a balancing act. Employers move between hiring, restructuring, and supporting employees through personal and medical challenges. The latest ESA updates covering layoffs, illness leave, and job seeking time during mass terminations give employees stronger stability while asking employers to be more structured during mass terminations
Ontario’s new extended temporary layoff rules give employers more time
If your team plans to hire in 2026, you will be working under a new set of Ontario rules that reshape requirements for public job postings. With a bit of preparation, employers can implement processes that ensure their compliance going forward. These changes can feel like one more thing to juggle. With some planning, you